CareerJournal.com offers something new, at least to me, in the modern-day hiring process – Add One More to the Hiring Process: The Boss’s Coach.
Welcome to the latest development in job hunting. You impressed the recruiter, treated the receptionist politely and bonded with the hiring official. Now, you must also pass muster with the executive coach for your likely boss. The rising popularity of such additional screening reflects management’s increased use of coaches and its worries about the high turnover among new hires.
I’m not a fan of adding more cooks to the kitchen when it comes to making strong hiring decisions. Our process is geared around group input, but the more people at the table, the more difficult the decision. The reason is that people’s biases become intensified when there is little objectivity in the hiring process (read: assessments).
Here is spin:
And the extra hoop can have an added benefit for the job seeker “because an executive coach can describe what this new boss will really be like,” suggests Marilyn Machlowitz, a New York recruiter who handled Ms. Shapiro’s search.
Right. I doubt that the executive coach is going to describe what the boss is “really like” to a candidate. Maybe I am wrong, but what does the coach gain by sharing that information? The example from the article involves a nonprofit foundation – a far cry from the typical market-driven, B2B business world.
Use a process and objectively assess the candidates – that approach alone will drastically improve your hiring success.